This study was to examine the human resource planning practices and challenges at Ethio Telecom andrnsuggest possible solutions to curb the problems in human resource planning processes of thernorganization. The descriptive research design was applied for data collection and stratified samplingrntechnique used which helps represent key sub-group of the population and also different data gatheringrninstruments were used to collect relevant information from the respondents; semi-structured interviewrnwas prepared and conducted with division heads of the company to collect whether the human resourcernplanning is aligned with the overall strategic business plan and to assess the existing human resourcernplanning practices of the company. Moreover, there were also questionnaire that were filled by samplernsection and department heads to find out whether there is human resource planning processes, policies,rnprocedures and practices; to assess whether the human resource planning practices and proceduresrnare applied properly or not; and to find out linkages human resource planning with strategic businessrnplan and the challenges of the provision of a framework to guide the implementation of human resourcernneeds in the company. The results of the study reveal that most of the management staff did not have in-rndepth knowledge on human resource planning; the main determinant factors such as skill inventory, jobrnanalysis and HRIS werenâ€™t applied satisfactorily and the linkage of HRP with SBP were given lessrnattention. Thus, it is not well practiced by the managements of Ethio Telecom. The study concludes thernorganization managements unable to being proactive in forecasting human resources needs and alsornunable to link HRP with strategic business plan would affect the effort to achieve the companyâ€™srnobjectives. Based on the findings, therefore, a recommendation for Ethio Telecom management towardsrnan effective human resource planning is provided. Thus, it is recommended that Ethio Telecom shouldrngive meticulous attention to create integrative and interactive linkage between the human resourcernplanning process and that of the strategic business planning process so that they both rely heavily uponrneach other and organizational effectiveness can substantially be improved.